This article is a lightly-edited summary of the key takeaways from our speakers’ appearance on our podcast, “The Shape of Work.” If you haven’t listened to our show yet, be sure to check it out here. These speakers have an incredible stable of startup experiences to draw from, the kind of stories that are unbelievably helpful for HR/people managers to hear.
For this episode of “The Shape of Work”, we welcome Anuja Ghosh, a Human Resources professional with an experience of more than 14 years. She has performed various roles ranging from Talent Acquisition to Organization Development.
GUEST AT A GLANCE:
Name: Anuja Ghosh
What she does: Head of Human Resources Department, SBICAP Ventures Limited
Find her on LinkedIn.
Get smart: “The future of work is hybrid, the future of work is diversity, the future of work is empathy- taking everybody along, giving equal opportunities, and having an equitable workplace.”
This podcast summary will give you valuable insights into:
- Evolving of HR functions over the years.
- How Learning and Development depends on change?
- Organization Development and its significance.
- The growth of contractual workforce.
The HR function has evolved over the last decade:
The significance HR is having today used to be a challenge for them a decade back. In other words, the perception of HR as a field grew and the mindset towards it changed. Anuja explains how, as a newcomer, one should not rush into proving a point. Instead, they should focus on understanding the business and the industry.
The world of networking is expanding. The older perception of networking was to organize meetings and pass out information. However, this concept has changed. She also talks about the importance of influencers within a company- someone people go to for advice or getting a job done. This makes the job more convenient.
Anuja explains two ways to find these influencers within the company. They can reach out to ODA to find and approach influencers through data and software. The second way is to observe the employees and analyse their strengths. That’s how they can find a go-to person of the company.
Important takeaways from Organization Development for expanding organizations:
After a big break, a new start-up undergoes a lot of changes, most commonly, new hires from different backgrounds. To ensure good outcomes, the founders need to decide on the structure, hierarchy, and talent. They need to develop policies and roll them out. However, founders can’t manage all of this themselves. Therefore, HR professionals come to the role and gives a strong finish to this rough framework. But they need to be aware of what is expected from and by the company. Analyzing the business strategies and the competition, they need to bring people from different teams together and create organizational practices.
Is constant change within the organization a concern for HR?
Anuja talks about technology specifically here. Technology is important for the growth and development of a company. It can keep the company at par with the industrial standards. Strong communication for explaining the significance of technology can make people understand its relevance. Technology pushes people to do better and keep reskilling themselves.
L&D programs- an essential for organizations:
Anuja explains that different organizations have different practices and belief systems. However the work culture is, it is important to invest in the development aspect of the employees.
Anuja has practiced leadership development in many organizations. To begin with, she segregated organizations into senior leadership, mid-leadership, and young leaders. To get started with this program, they had to search for people having the potential. Once identified, a framework was created to meet the objective. This is a way in which the employees can be trained practically.
In addition, she highlights that finding ways to adapt to changes is important. Before the pandemic, no one could imagine working from home could be so effective. Considering such change factors, the companies can figure out their next goals. They can create a clear picture of the priorities to create the framework of the program. Investments on time and finance resources are needed in order to work on this leadership program.
Designing L&D programs according to the world/industry changes:
Anuja says that organizations need to design learning programs according to the situation they are in. She shares her own experience of conducting insightful sessions on managing bias, improving self-awareness, and engagement. New technologies can help make such sessions happen easily. However, the only challenge that can persist is the lack of human dynamics because of the remote working space. Technology can’t replace human elements.
Retainin employees in a hybrid workspace:
If there is a lack of trust between the employees and their leaders, the retainment of employees can be difficult. The company needs to notice employee talent. It is important to give enough time and flexibility to everyone in a hybrid work environment too.
Will contractual workforce take over the industry?
Anuja throws light on the increase of a contractual workforce in the industries.
There are highly qualified and capable people who work in companies only on a contractual basis. She feels that this work style might lead to the absence of good bonds among the organizations. Gig workers come with great skills. But them being the future of a workplace is debatable.
Anuja is a strong believer of technology. She hopes and believes that with the advancement of technology, HR function will definitely grow, allowing more connectivity and knowledge sharing.